C/G REPLACE
(LF)
SW REPLACE
(SF)
DVWY REPLACE
(SF) GRIND (LF)
TREE REMOVAL
(EA)
STUMP
REMOVAL (EA)
TREE PLANT
(EA) ADA RAMP (EA)
RELOCATE
SIGN
C/G DEMO ONLY
(LF)
SW DEMO ONLY
(SF)
DVWY DEMO
ONLY (SF) EXTRA AC (SF) ROAD BASE
SW PLACE
ONLY (SF) NOTES
105 Meadow dr. 22 64 212.25 4 1 0 0 0 0 0 0 0 0 0 0 0 0 111 0 0 0 11 0 0 0 0 0 0 0 0 0 0 0 0 0
117 Marigold 4.5 86.75 0 16 0 0 0 1 0 0 0 0 0 0 28 0 0
117 Magnolia 0 0 0 26 0 0 0 0 0 0 0 0 0 0 0 0 0
123 Magnolia Dr 0 0 196.25 0 0 0 0 0 0 0 0 0 0 0 0 0 0
610 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
614 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
618 Meadow dr. 0 86 0 4.5 0 0 0 0 0 0 0 0 0 0 0 0 0
618 John St. 0 50 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
624 Meadow dr. 34.5 150 0 3.5 1 0 0 0 0 0 0 0 0 0 0 0 0 625 Meadow dr. 24 214 0 8 1 0 0 0 0 0 0 0 0 0 0 0 0
628 Meadow dr. 42 118 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
634 Meadow dr. 25 114 66 8 1 0 0 0 0 0 0 0 0 0 0 0 0
636 Meadow dr. 46 38 32 0 0 0 0 0 0 0 0 0 0 0 0 0 0
637 Meadow dr. 13.5 96 0 7.5 0 0 0 0 0 0 0 0 0 0 0 0 0
642 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
643 0 0 0 4.5 0 0 0 0 0 0 0 0 0 0 0 0 0
648 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
649 Meadow dr. 47 98 125 12 1 0 0 0 0 0 0 0 0 0 0 0 0
654 0 0 0 5 0 0 0 0 0 0 0 0 0 0 0 0 0
655 Meadow dr. 0 32 0 6.5 0 0 0 0 0 0 0 0 0 0 0 0 0
660 0 0 0 4.5 0 0 0 0 0 0 0 0 0 0 0 0 0
661 0 0 0 3.5 0 0 0 0 0 0 0 0 0 0 0 0 0
668 Meadow dr. 54 68 107 3.5 1 0 0 0 0 0 0 0 0 0 0 0 0
669 Meadow dr. 13.5 100 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
676 Meadow dr. 22 94 145 4 1 0 0 0 0 0 0 0 0 0 0 0 0
677 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
684 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
685 0 0 0 3.5 0 0 0 0 0 0 0 0 0 0 0 0 0
690 Meadow dr. 18 62 216 4 1 0 0 0 0 0 0 0 0 0 0 0 0
703 Meadow dr. 26.5 132 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0
704 Meadow dr. 53 130 75 0 1 0 0 0 0 0 0 0 0 0 0 0 0
709 Meadow dr. 27.5 48 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
712 Meadow dr. 22 82 109 0 1 0 0 0 0 0 0 0 0 0 0 0 0
715 Meadow dr. 52 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0
718 Meadow dr. 0 84 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0
721 Meadow dr. 37 196 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0
724 Meadow dr. 27 118 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
727 0 0 0 8 0 0 0 0 0 0 0 0 0 0 0 0 0
730 Meadow dr. 15.5 84 216 0 1 0 0 0 0 0 0 0 0 0 0 0 0
733 Meadow dr. 21.5 84 208.5 8 1 0 0 0 0 0 0 0 21.5 0 0 0 0 736 Meadow dr. 8 64 0 7 0 0 0 0 0 0 0 0 0 0 0 0 0
739 Meadow dr. 20 34 206.5 3.5 0 0 0 0 0 0 0 0 20 0 0 0 0 CITYWIDE SIDEWALK REPAIR PROJECT; CIP 9720 - BASE BID NO. 1 MEADOW DR
LOCATION
MEADOW DR
DATE
2/14/2023
ADDRESS
742 Meadow dr. 11 34 0 8 0 0 0 0 0 0 0 0 0 0 0 0 0
745 0 0 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0
748 Meadow dr. 30.5 48 0 3.5 0 0 0 0 0 0 0 0 0 0 0 0 0
751 Meadow dr. 0 64 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
756 Meadow dr. 12.5 126 222 0 1 0 0 0 0 0 0 0 0 0 0 0 0 759 0 0 0 11 0 0 0 0 0 0 0 0 0 0 0 0 0
762 Meadow dr. 44 98 40 4 1 0 0 0 0 0 0 0 0 0 0 0 0
805 0 0 0 8.5 0 0 0 0 0 0 0 0 0 0 0 0 0
806 Meadow dr. 20.5 0 63 3 0 0 0 0 0 0 0 0 0 0 0 0 0
811 0 0 0 4.5 0 0 0 0 0 0 0 0 0 0 0 0 0
812 Meadow dr. 37.5 78 180 0 1 0 0 0 0 0 0 0 0 0 0 0 0
816 0 0 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0
817 0 0 0 13 0 0 0 0 0 0 0 0 0 0 0 0 0
822 Meadow dr. 0 38 0 11.5 0 0 0 0 0 0 0 0 0 0 0 0 0
823 Meadow dr. 0 101.25 0 0 0 0 0 1 1 0 0 0 0 0 28 0 0
828 Meadow dr. 37 0 210.25 3.5 0 0 0 0 0 0 0 0 0 0 0 0 0 834 0 0 0 7.5 0 0 0 0 0 0 0 0 0 0 0 0 0
840 Meadow dr. 38.5 122 218 0 0 0 0 0 0 0 0 0 0 0 0 0 0 841 Meadow dr. 43 168 126.5 4.5 1 0 0 0 0 0 0 0 0 0 0 0 0 846 Meadow dr. 64 124 126 6.5 1 0 0 0 0 0 0 0 0 0 0 0 0 847 0 0 0 11 0 0 0 0 0 0 0 0 0 0 0 0 0
904 Meadow dr. 66.5 100 192.25 3 1 0 0 0 0 0 0 0 0 0 0 0 0 905 Meadow dr. 0 48 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0
906 0 0 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0
912 Meadow dr. 15 0 0 14.5 0 0 0 0 0 0 0 0 0 0 0 0 0
913 0 0 0 7.5 0 0 0 0 0 0 0 0 0 0 0 0 0
918 John 0 36 0 12 0 0 0 0 0 0 0 0 0 0 0 0 0
920 Meadow dr. 0 32 0 8.5 0 0 0 0 0 0 0 0 0 0 0 0 0
921 Meadow dr. 0 188 206.5 15.5 0 1 0 0 0 0 0 0 0 0 0 0 0 928 0 0 0 9 0 0 0 0 0 0 0 0 0 0 0 0 0
936 Meadow dr. 0 24 135.5 3.5 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
1096 3956 3634.5 359.5 22 1 0 2 1 0 0 0 41.5 0 56 0 0
$106.35 $19.75 $26.20 $21.00 $1,350.00 $550.00 $2,500.00 see ramps $1,000.00 $16.25 $7.25 $7.25 $37.80 $39.50 $116,559.60 $78,131.00 $95,223.90 $7,549.50 $29,700.00 $550.00 $0.00 $9,182.00 $1,000.00 $0.00 $0.00 $0.00 $1,568.70 $0.00 TOTAL
UNIT PRICE
TOTAL COST
GRAND
TOTAL $336,896.00
City of Salinas
Legislation Text
200 Lincoln Ave., Salinas,
CA 93901
www.cityofsalinas.org
File #: ID#23-677, Version: 1
NEOGOV Software Renewal
Approve a Resolution approving the Governmentjobs.com, Inc. dba NEOGOV subscription term extension through October 29, 2024, in an amount not to exceed $45,664.94.
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CITY OF SALINAS
COUNCIL STAFF REPORT
DATE: NOVEMBER 7, 2023
DEPARTMENT: HUMAN RESOURCES
FROM: MARINA HORTA-GALLEGOS, HUMAN RESOURCES DIRECTOR
TITLE: EXTEND SUBSCRIPTION TERM WITH GOVERNMENTJOBS.COM
DBA NEOGOV HUMAN RESOURCES MANAGEMENT SYSTEM
SOFTWARE
RECOMMENDED MOTION:
Adopt a resolution approving the Governmentjobs.com, Inc. dba NEOGOV subscription term extension through October 29, 2024, in an amount not to exceed $45,664.94.
EXECUTIVE SUMMARY:
The City of Salinas maintains various software programs utilized throughout the organization. The NEOGOV Software program has been successfully used in Human Resources for many years, and it is now up for renewal. Continuation of this program is important for many functions of the Human Resources Department.
BACKGROUND:
The City of Salinas utilizes the NEOGOV Software program for many functions within Human Resources. The program assists in applicant tracking and servicing during the application process, as a tool for perspective new employees, and will soon include a performance module for assisting in online performance evaluations. The program greatly assists Human Resources as it works to provide services for new applicants and recruitments in every City Department.
CEQA CONSIDERATION:
Not a Project. The City of Salinas has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).
Page | 2
STRATEGIC PLAN INITIATIVE:
This request supports City Council’s Strategic Goals and Strategies of Effective and Culturally Responsive Government, by ensuring that the NEOGOV software program can assist in the delivery of Human Resources programs for applicants and employees.
DEPARTMENTAL COORDINATION:
Human Resources works with all City Departments in utilizing and improving this software program.
FISCAL AND SUSTAINABILITY IMPACT:
Funding is available and appropriated in 1000.16.1140. There is no recommended action for new appropriations.
ATTACHMENTS:
1. Resolution
2. NEOGOV Invoices
Page | 3
RESOLUTION NO. (N.C.S.)
A RESOLUTION OF THE CITY COUNCIL OF SALINAS TO APPROVE THE RENEWAL OF
THE SUBSCRIPTION FEE FOR THE NEOGOV SOFTWARE PROGRAM
WHEREAS, the City desires to renew and maintain the NEOGOV Software program; and WHEREAS, NEOGOV will provide the Human Resources Management Software for the City of Salinas.
NOW, THEREFORE, BE IT RESOLVED that the Salinas City Council hereby authorizes and approves this resolution to renew the subscription fee for the NEOGOV Software program through October 29, 2024, in an amount not to exceed $45,664.94.
PASSED AND APPROVED this 7
th day of November 2023, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
APPROVED:
_______________________
Kimbley Craig, Mayor
ATTEST:
_________________________
Patricia M. Barajas, City Clerk
City of Salinas
Legislation Text
200 Lincoln Ave., Salinas,
CA 93901
www.cityofsalinas.org
File #: ID#23-684, Version: 1
Service Employees International Union (SEIU), Local 521; Salinas Municipal Employees Association (SMEA) / Blue Collar and Crew Supervisors Memorandum of Understanding; Association of Management Personnel of Salinas Memorandum of Understanding; Modification to Classification - Salary Schedule
Approve a Resolution authorizing the Interim City Manager to sign the Memorandum of Understanding (MOU) with the Association of Management Personnel of Salinas (AMPS), for a term ending on June 30, 2026, and approving modification to the Classification - Salary Schedule for the wage adjustments; and the Interim City Manager to sign the Memorandum of Understanding (MOU) with the Service Employees International Union, Local 521 (Salinas Municipal Employees Association (SMEA), Blue Collar, and Crew Supervisors), for a term ending on December 31, 2026, subject to ratification by SEIU members.
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CITY OF SALINAS
COUNCIL STAFF REPORT
DATE: November 7, 2023
DEPARTMENT: ADMINISTRATION
FROM: Jim Pia, Interim City Manager
BY: Che Johnson, Attorney, Liebert, Cassidy & Whitmore
Marina Horta-Gallegos, Human Resources Director
Katie Hogan, Assistant City Attorney
TITLE: MEMORANDA OF UNDERSTANDING FOR SERVICE
EMPLOYEES INTERNATIONAL UNION (SEIU), LOCAL 521
(SALINAS MUNICIPAL EMPLOYEES ASSOCIATION (SMEA),
BLUE COLLAR, AND CREW SUPERVISORS) AND ASSOCIATION
OF MANAGEMENT PERSONNEL OF SALINAS (AMPS);
MODIFICATION TO CLASSIFICATION – SALARY SCHEDULE
RECOMMENDED MOTIONS:
A motion authorizing the Interim City Manager to sign the Memorandum of Understanding with the Association of Management Personnel of Salinas (AMPS), for a term ending on June 30, 2026, and approving modification to the Classification – Salary Schedule for the wage adjustments; and A motion authorizing the Interim City Manager to sign the Memoranda of Understanding with the bargaining units represented by the Service Employees International Union, Local 521 (Salinas Municipal Employees Association (SMEA), Blue Collar, and Crew Supervisors), for a term ending on December 31, 2026, subject to ratification by SEIU members.
RECOMMENDATION:
It is recommended that the City Council approve Resolutions authorizing the Interim City Manager to sign a new Memorandum of Understanding with AMPS, as well as new Memoranda of Understanding with bargaining units represented by SEIU Local 521 (SMEA, Blue Collar, and Crew Supervisors), and authorizing modification to the Classification – Salary Schedule.
EXECUTIVE SUMMARY-AMPS:
The Memorandum of Understanding (MOU) between the City and AMPS expired on June 30, 2023. Representatives of the City and AMPS met and conferred in good faith through the collective bargaining process and have reached a tentative agreement on the terms of a new MOU consistent with City Council direction. The attached MOU between the City and AMPS is the result of several Page | 2
months of good faith negotiations between the parties. Highlights of the MOU changes include the following:
Term: July 2023 through June 2026
Wages: 6% salary increase effective after approval (November 13, 2023); 4% increase effective in July 2024; 2% increase effective in July 2025 Off Salary Schedule Payment: $1,200 (for members in unit as of 10/11/23) Supervisor Premium: 2.5% rolled into base pay for qualifying positions (premium eliminated)
Education Incentive: Restore for new members
Professional Development: Restore for new members
Holidays: Add Cesar Chavez Day (March 31) and Juneteenth (June 19) Health: Revised premium cost sharing on health benefits (phase in increased employee contribution)
Annual Leave: Increase accrual cap from 672 to 700 hours Other Terms: Language/process clean-up
EXECUTIVE SUMMARY-SEIU, Local 521/SMEA/Blue Collar/Crew Supervisors:
The Memoranda of Understanding between the City and the SEIU expired on June 30, 2023.
Representatives of the City and SEIU met and conferred in good faith through the collective bargaining process and have reached a tentative agreement on the terms of a new MOU for each unit consistent with City Council direction. The attached tentative agreement between the City and SEIU Local 521 is the result of several months of good faith negotiations between the parties. The agreement is subject to ratification by SEIU members. Highlights of the proposed MOU changes include the following:
Term: July 2023 through December 2026
Wages: 6% salary increase effective after approval (November 13, 2023); 4% increase effective in July 2024; 3% increase effective in July 2025 Off Salary Schedule Payment: $1,500 (for members in unit as of 10/11/23) Additional increase of 2.5% (Jan. 2024) for positions at least 15% below market based on total compensation
Holidays: Add Cesar Chavez Day (March 31) and Juneteenth (June 19) Other Terms: Language/process clean-up
CEQA CONSIDERATION:
Not a Project. The City of Salinas has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).
STRATEGIC PLAN INITIATIVE:
The proposed action meets the Effective and Culturally Responsive Government Council goal within the 2022-2025 Strategic Plan.
Page | 3
FISCAL AND SUSTAINABILITY IMPACT:
The projected cumulative cost of the AMPS adjustments over three years, totals approximately $1.9 million. The projected cumulative cost of the adjustments for the SMEA, Blue Collar, and Crew Supervisors units is approximately $3.0 million.
ATTACHMENTS:
Resolutions
Tentative Agreement with AMPS
Memorandum of Understanding with AMPS
Tentative Agreement with SEIU Local 521 (SMEA, Blue Collar, and Crew Supervisors) Classification – Salary Schedule
Page | 4
RESOLUTION NO. _________ (N.C.S.)
A RESOLUTION APPROVING THE MEMORANDUM OF UNDERSTANDING FOR
THE ASSOCIATION OF MANAGEMENT PERSONNEL OF SALINAS AND
AUTHORIZING THE INTERIM CITY MANAGER TO SIGN THE MEMORANDUM
OF UNDERSTANDING AND AUTHORIZING MODIFICATION TO THE
CLASSIFICATION – SALARY SCHEDULE
BE IT RESOLVED BY THE CITY COUNCIL OF SALINAS that the Interim City Manager is hereby authorized and directed for and on behalf of the City of Salinas to sign the Memorandum of Understanding for the Association of Management Personnel of Salinas, for a term through June 30, 2026, and authorizing the corresponding modification to the Classification – Salary Schedule.
APPROVED this 7
th day of November 2023, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
____________________________________
Kimbley Craig, Mayor
ATTEST:
______________________________
Patricia Barajas, City Clerk
Page | 5
RESOLUTION NO. _________ (N.C.S.)
A RESOLUTION APPROVING THE MEMORANDA OF UNDERSTANDING FOR THE
SALINAS MUNICIPAL EMPLOYEES ASSOCIATION, BLUE COLLAR UNIT, AND
CREW SUPERVISORS UNIT AND AUTHORIZING THE INTERIM CITY MANAGER
TO SIGN EACH MEMORANDUM OF UNDERSTANDING AND AUTHORIZING MODIFICATION TO THE CLASSIFICATION – SALARY SCHEDULE
BE IT RESOLVED BY THE CITY COUNCIL OF SALINAS that the Interim City Manager is hereby authorized and directed for and on behalf of the City of Salinas to sign the Memoranda of Understanding for the bargaining units represented by Service Employees International Union, Local 521 (Salinas Municipal Employees Association, Blue Collar, and Crew Supervisors), for a term through December 2026, and authorizing the corresponding modification to the Classification – Salary Schedule.
APPROVED this 7
th day of November 2023, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
____________________________________
Kimbley Craig, Mayor
ATTEST:
______________________________
Patricia Barajas, City Clerk
1 MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF SALINAS
AND
THE ASSOCIATION OF MANAGEMENT
PERSONNEL OF SALINAS
SECTION 1 - NO ABROGATION OF RIGHTS
The parties acknowledge that the City rights and employee rights as indicated under Municipal Code Chapter 25, Sections 31 and 32, other applicable State or Municipal laws, and City Personnel Rules and Regulations, and the rights of the City Council are neither abrogated nor made subject to the meet and confer process by the adoption of this Memorandum of Understanding. Further, the City reserves all the rights, powers, and authority customarily exercised by the City except as otherwise specifically designated or modified by express provisions of this Memorandum of Understanding.
SECTION 2 - PAST PRACTICES
The parties agree that this Memorandum of Understanding supersedes any past practices covered by this Memorandum of Understanding and any other written agreement between the parties not addressed in this Memorandum of Understanding.
SECTION 3 - NO DISCRIMINATION
The City and the Association will cooperate in pursuing a policy of no discrimination. Unit employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing of the purpose of representation on all matters of employer-employee relations, including wages, hours, and other items and conditions of employment. No such employee shall be interfered with, restrained, coerced, or discriminated against by the City or the Association because of his/her exercise of the rights established by law.
SECTION 4 - RECOGNITION MATTERS
The Association has been recognized pursuant to the provisions and limitations of Government Code Sections 3500 through 3510 and the City Ordinance No. 2000 and Resolution No. 12542 as the recognized employee organization for regular employees assigned to certain classifications designated on the salary schedule maintained by the Human Resources Department.
The Association shall have the right to represent said employees in all matters relating to employment conditions and employer-employee relations, including, but not limited to, wages, hours and other terms and conditions of employment except that such right does not extend to meeting and conferring or consideration of the merits, necessity, or organization of any service or activity provided by law or executive order.
2 SECTION 5 - PAY RATES AND PRACTICES
A. Wages
Salaries of classifications represented by this Association shall be increased on the salary schedule as follows:
1. Six percent (6%) on the salary schedule, plus $1,200 off-salary-schedule pay (for members in the Association as of October 11, 2023), effective with the first full pay period following ratification and City Council approval of this Memorandum of Understanding (“MOU”).
2. Four percent (4%) on the salary schedule effective with the first full pay period in July 2024.
3. Two percent (2%) on the salary schedule effective with the first full pay period of July 2025.
B. Bilingual Premium/Stipend
A premium of five percent (5%) of base salary shall be paid to an employee who, prior to January 1, 2017, was assigned by management to speak and use a language other than English in the course of the employee's duties.
On and after January 1, 2017, any employee assigned by the City Manager, City Attorney, or a Department Director to routinely and consistently speak a language other than English during the course of his/her duties (including routine and consistent translation services provided to other City employees to assist them in the fulfillment of their duties) shall receive a stipend of $75 per pay period. The City may require an employee demonstrate proficiency in the subject language through the use of generally accepted testing procedures; these tests shall be conducted at the City’s expense, and shall be considered to be working hours for the employee. The City shall establish minimum standards and test scores for an employee to be considered to be qualified to receive this stipend. The City shall initiate the payment of the stipend in the first full pay period after the employee passes the City-sponsored test; no retroactive stipend will be paid.
In the event that the Department Director determines that it is no longer necessary for an employee to perform the duties described above, he/she shall notify the employee in writing, with a copy to the Human Resources Director. In this event, or in the event of an involuntary reclassification, the employee shall continue to receive the stipend for a 60-day period following the notification or reclassification. If the employee is voluntarily reclassified, transferred, or promoted into a new position that does not require these services, the stipend shall terminate immediately. If the employee has taken and passed a City-sponsored test demonstrating proficiency, it shall not be necessary for the employee to take any further tests.
This section is subject to administrative direction (Administrative Memorandum 89-03), except as provided above.
C. Longevity Pay
Employees who have attained twenty (20) years of regular service with the City of Salinas shall permanently receive a longevity pay incentive of an additional five percent (5%) base 3 salary in recognition of their time in service.
D. Educational Achievement Pay
1. The City will compensate any full-time employee who holds a bachelor’s degree from an accredited college or university with a two and one-half percent (2.5%) incentive pay to base salary.
2. The City will compensate any full-time employee who holds a graduate degree from an accredited college or university, that is determined to be job related by the Department Director, with a two and one-half percent (2.5%) incentive pay to base salary.
E. Supervisor Premium
Effective in the first full pay period following ratification and Council approval of this MOU, the City will eliminate the Supervisor Premium and increase the base pay of AMPS classifications by 2.5% for the positions below.
Airport Manager
Assistant Community Development Director
Chief Building Official
City Engineer
Code Enforcement Manager
Community Education Manager
Community Safety Administrator
Community Services Manager
Criminalist
Deputy City Engineer
Deputy Librarian
Facilities Maintenance Manager
Fleet Maintenance Manager
GIS Administrator
Homeless Services Manager
Information Systems Manager
Inspection Services Manager
Maintenance Manager
NPDES Permit Manager
Park Operations Manager
Permit Center Coordinator
Planning Manager
Police Records Coordinator
Police Services Administrator
Public Works Administrative Supervisor
Recreation-Parks Superintendent
Senior Buyer
Senior Civil Engineer
Senior Code Enforcement Officer
Senior Community Development Analyst
Senior Librarian
Senior Plan Check Engineer
4 Senior Planner
Street Maintenance Manager
Superintendent of Maintenance Services
Technical Services Manager
Traffic Engineer
Wastewater Manager
F. Temporary Upgrade Pay
An employee who is assigned by the Department Director to perform all the duties of a vacant position in a higher classification for a limited duration (up to 960 hours each fiscal year), during recruitment for a regular appointment to the vacant position, while relieved of the duties of the employee’s current position, shall receive temporary upgrade pay while performing those duties. Such pay shall start on the first day of assignment and amount to ten percent (10%) of the employee’s base rate of pay. Request for temporary upgrade pay must be submitted to the Human Resources Director within the pay period in which the assignment was worked.
SECTION 6 - BENEFITS
A. Health, Dental, and Vision Plan
1. Dental and Vision Premiums
a. The City will pay the full amount of premiums for dental and vision plans for the employee and eligible dependents for full-time employees. b. The City will pay the full amount of premiums for dental and vision plans for the employee only for employees working in budgeted regular part-time positions.
c. Dental coverage shall include coverage for orthodontic treatment.
2. Health Premiums
The City will contribute toward monthly health benefits premiums, for regular, fulltime employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee only coverage), an amount equal to 95% of the premium for the plan selected, up to a maximum of 95% of the cost of the premium for the PERS Platinum health plan.
Beginning in the first full pay period of January 2025, City will contribute toward monthly health benefits premiums, for regular, full-time employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee only coverage), an amount equal to 95% of the premium for the plan selected, up to a maximum of 90% of the cost of the premium for the PERS Platinum health plan.
Beginning in the first full pay period of January 2026, City will contribute toward monthly health benefits premiums, for regular, full-time employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee 5 only coverage), an amount equal to 95% of the premium for the plan selected, up to a maximum of 85% of the cost of the premium for the PERS Platinum health plan.
Beginning in the first full pay period of January 2027, City will contribute toward monthly health benefits premiums, for regular, full-time employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee only coverage), an amount equal to 95% of the premium for the plan selected, up to a maximum of 80% of the cost of the premium for the PERS Platinum health plan.
The employee shall pay for premium costs above the City’s contribution, as indicated above, through payroll deductions.
3. Optional Declination of Health Care (“Cafeteria Plan”) An employee may elect to decline health care, dental, and vision coverage and instead receive a cash payment from the City. This cash payment shall be paid monthly and shall equal $684.11. The City shall have the right to request information from the employee to demonstrate that exercising this option would not cause the City or the employee to violate the Affordable Care Act or any other State or Federal Law.
B. Long Term Disability
The City shall contribute to the City sponsored Long Term Disability Plan the full cost of the 60% - No maximum monthly benefit program.
C. Life Insurance
The City shall provide term life insurance in an amount equal to the employee's annualized base salary or a minimum policy of $50,000, whichever is greater, for each regular employee represented in the Association.
D. Professional Development
A full-time employee who is in an AMPS classification shall be allowed up to one thousand dollars ($1,000) per fiscal year for the following professional development expenses on a reimbursement basis and with prior approval by the Department Director.
1. Academic courses of study, seminars, workshops, conferences, training, software, and associated expenses (including incidental travel expenses) directly related to the employee's profession.
2. Professional memberships, subscriptions, publications, books, and associated expenses (including incidental shipping and taxes) directly related to the employee's profession.
E. Retirement Benefits
1. New York Life
Employees enrolled in the City’s New York Life Retirement Program shall pay four and one-half percent (4.5%) of salary as the "employee-paid" contribution to the City's New York 6 Life Retirement Program. The City shall pay all contributions in excess of the employee-paid contribution. Retirement calculation will be based upon the single highest year of earnings.
2. CalPERS
a. Classic Employees
Employees enrolled in the California State Public Employees' Retirement System (CalPERS) shall pay seven percent (7%) as the employee-paid contribution. Employees enrolled in PERS retirement are eligible for the 2% at age 55 formula. Retirement calculation will be based upon the single highest year of earnings.
b. New Members
The formulas above do not apply to persons who are defined as “new members” under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”). New members under PEPRA are subject to all applicable PEPRA provisions, including the 2% @ 62 formula. Each new member will contribute 50% of the normal cost of his/her benefit as determined by CalPERS.
F. Boot Allowance
The City shall pay a footwear allowance of two hundred fifty dollars ($250), per calendar year, to each employee in a classification that is listed on the Human Resource Director’s list of authorized classifications, to be used for the purchase of footwear approved by the department. The footwear allowance shall be prorated for the year.
SECTION 7 - LEAVE PROVISIONS
A. Holidays
1. Fixed Holidays Date
New Year's Day January 1
Martin Luther King Third Monday in January
Lincoln's Birthday February 12
President’s Day Third Monday in February
Cesar Chavez Day March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
2. Every day appointed by the President or Governor for a public day of mourning, Thanksgiving, or holiday, when ratified by the Mayor or the Salinas City Council.
4. Holidays shall be calculated at eight (8) hours per day. 7 B. Annual Leave
1. Annual Leave shall be as provided below and accrues incrementally over the course of the year, based on an employee’s years of regular employment with the City of Salinas as follows:
1st through 5th year 9.54 hours per pay period
6th through 10th year 11.08 hours per pay period
11th through 15th year 11.69 hours per pay period
16th through 17th year 12.00 hours per pay period
18th through 19th year 12.31 hours per pay period
20th through 24th year 12.62 hours per pay period
25th through retirement 12.92 hours per pay period
2. The maximum annual leave accrual cap per employee shall be 700 hours. An employee who reaches the maximum annual leave accrual cap will not accrue additional annual leave until the annual leave balance is below the maximum accrual cap. Employees may cash out up to 80 hours of accrued annual leave per calendar year during employment; any accrued unused annual leave will be paid at separation.
C. Bereavement Leave
An employee represented by the Association shall be entitled to four (4) days of leave with pay for a death of a family member, plus one unpaid day.
Up to five (5) days of leave with pay may be authorized to an employee who travels out of the state to attend the funeral of the deceased family member. All provisions of the Personnel Manual consistent with this MOU regarding Bereavement Leave shall apply.
Family member includes:
Husband Mother-in-Law Grandparent
Wife Father-in-Law Grandchild
Father Sister-in-Law Legal Guardian
Mother Brother-in-Law Aunt
Child Step-Child Uncle
Brother Step-Father Step Brother/Sister
Sister Step-Mother Step Father-in-Law
Step Mother-in-Law
Registered Domestic Partner
D. Family & Medical Leave
In accordance with the California Family Rights Act and the Federal Family and Medical Leave Act, the City of Salinas Family & Medical Leave Policy is detailed in the Administrative Memorandum 94-1, as amended.
8 SECTION 8 - WORKING CONDITIONS
A. Grievance/Disciplinary Action Appeals Procedure
The Grievance/Disciplinary Action Appeals Procedure for employees in this Association is set forth in the Personnel Rules and Regulations. No employee shall suffer retaliation resultant from use of this procedure.
B. Flex-Time Program
The City shall maintain a flex-time program in which all Association members can participate.
Individual participation in the program will be subject to the review and approval of the Department Director. The flex-time program shall be limited to flexing hours within each pay period.
C. Emergency Call Back
When an employee is called back to work on other than a scheduled basis, such employee shall be compensated at straight time for the hours worked, but in no event for less than two (2) hours and no more than eight (8) hours per twenty-four (24) hour work period.
Compensation for emergency call back shall be provided only for hours worked in addition to the employee’s normal work schedule.
SECTION 9 - MISCELLANEOUS
A. Deferred Compensation Committee
The City's Deferred Compensation Committee may include one (1) employee designated by the Association. The designated employee must be a participant in the City's Deferred Compensation Program.
B. Layoff Policy
Any layoff of employees represented by the AMPS bargaining unit shall be done in accordance with the provisions of the attached Layoff Policy (Appendix A). The parties agree that the attached layoff policy satisfies any meet and confer obligations on the subject of the impacts and effects of layoffs, except as noted in the policy.
SECTION 10 – TERM
The term of this Memorandum of Understanding shall commence July 1, 2023 and shall expire June 30, 2026, except as otherwise provided in this Memorandum of Understanding.
DATED______________________________ DATED_________________________________
CITY OF SALINAS ASSOCIATION OF MANAGEMENT
PERSONNEL OF SALINAS
BY: _________________________________ BY: _________________________________ Jim Pia, Interim City Manager Kristen Parker, President 9 APPENDIX A
CITY OF SALINAS
LAYOFF POLICY FOR THE
ASSOCIATION OF MANAGEMENT PERSONNEL OF SALINAS
I. POLICY
The City of Salinas, at its sole discretion, may layoff an employee due to the lack of work or lack of funds. The City shall inform affected employees and the Association of Management Personnel (AMPS) regarding potential layoffs in a timely manner when the City becomes aware of potential layoffs.
II. PROCEDURE
In the event of a reduction in work force in a department, the City shall designate the classification(s) and position(s) to be eliminated. The City shall provide affected employees and AMPS with a current seniority list for the positions affected, the reason for proposed layoffs, the effective date of layoffs, and a copy of this policy no later than sixty (60) days prior to the effective date of the layoffs. Additionally, affected employees shall be provided a summary of all accrued benefits at least sixty (60) days prior to the effective date of layoffs.
Layoffs shall be made among all representation unit employees in the same classification within a City department in the following order:
1. Temporary employees;
2. Probationary new employees (excluding promotional probationary employees);
3. Regular employees.
No regular employee within a department shall be laid off in any classification if there are temporary employees in an active status in the same classification within that department.
III. SENIORITY DEFINED
For purposes of layoff, seniority shall be defined as the length of service in all regular positions within the City as determined by City personnel records. Continuous service for purposes of determining seniority shall be defined to include work related injury leave of up to one (1) year’s duration or as otherwise required by law. In the event that two (2) or more employees with equal seniority have to be laid off from the same classification, the determination of seniority shall be made by lottery.
IV. LAYOFF BY CLASSIFICATION
Layoffs shall be accomplished solely within individual departments, except as noted in Section V below. The order of layoff within a classification shall be based exclusively on seniority, with the least senior employee being the first to be laid off. 10 V. PREVIOUSLY HELD POSITIONS
In the event that an employee is laid off, that employee shall have the right to return to (“bump”) any specific position in the City in which the employee has served in regular status with due consideration to reclassifications, job descriptions and changes in titles of the position previously held. The laid off employee’s base salary shall be set within the range and step available (to include sixth step) for the lower classification at a step that would result in the least possible reduction in base salary with due consideration to reclassifications, job descriptions, and changes in title of the position(s) previously held. An employee must notify the City within ten (10) working days after receipt of written notice of layoff of his/her desire to return to that classification.
VI. JOB COUNSELING AND OUTPLACEMENT SERVICES
It is the City’s intent to assist laid off employees through the transition from City service. To that extent, employees whose positions are proposed for reduction may schedule a meeting with a representative of the Human Resources Office. In addition to providing job counseling to employees facing layoff, the Human Resources Office will function as a clearinghouse for resources, information and referrals on outside employment, training opportunities, and potential re-employment opportunities with the City of Salinas.
VII. SEVERANCE PAY
Each laid off employee shall receive severance pay based on the following:
Years of employment Severance Pay
Less than 6 years 1 week per year
6 - 10 years 6 weeks
11 years and over 8 weeks
In addition, if for any reason the City requests an employee to leave before the sixty (60) day notice period has passed, the City shall pay the employee the remainder of his/her salary and benefits for the sixty (60) day period.
VIII. HEALTH INSURANCE
Each employee is eligible to continue group health insurance benefits under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) with City’s group health plan. For laid off employees, the City will pay the full premium amount for the level of health insurance coverage in force on the date of separation for a period of six months. COBRA sets the standards for continued health benefit coverage.
For purposes of this policy, health insurance is defined to be inclusive of City health, vision, dental, and the Employee Assistance Program (EAP).
IX. ACCRUED TIME
At the time of separation, each laid off employee shall be paid in full for all accrued paid time earned during the course of employment to include 100 percent of accrued leave balances. 11 Any employee receiving notice of layoff who has previously received a benefit under the management leave program shall under no circumstances be required to reimburse the City for the benefit already paid/used.
X. RE-EMPLOYMENT OF EMPLOYEES LAID OFF
The names of persons laid off under these procedures shall be maintained on a City reemployment list for the classification from which the employee was laid off and for those specific positions that an employee previously held in regular City service for a period of up to twenty-four (24) months from the date of layoff. When using a re-employment list to fill a position in a classification from which layoffs have occurred within the twenty-four (24) month period, the City shall re-employ laid off employees from the list in reverse order of layoff. During the twenty-four (24) month period, no new employee shall be hired for, nor shall any employee be promoted to, a classification from which layoffs have occurred until all employees on layoff status in that classification have been provided the opportunity to return to work.
A laid off employee may be removed from the City re-employment list for any of the following reasons: 1) The expiration of twenty-four (24) months from the date of layoff; or 2) Regular re-employment with the City; or 3) Failure to accept employment with the City; or 4) Failure to appear for a job interview after fourteen (14) days notification by U.S. mail and email of such interview; or 5) Failure to respond within fourteen (14) days of available employment; or 6) Request in writing by the laid off employee to be removed from the list.
It is the responsibility of the laid off employee to advise the City Human Resources Office of any change in mailing and email addresses or phone number.
XI. RESTORATION OF BENEFIT FOR RECALLED EMPLOYEES
Any employee who has been laid off and is hired from a City re-employment list under the terms of this article within twenty-four (24) months from the date of layoff shall be entitled to: 1) Restoration of regular status or for employees who have not completed their probationary period, credit for that portion of service which has been completed; and 2) and Credit for all years of service for the purpose of determining seniority and benefits; and ) Placement in the same step of the salary range the employee held at the time of layoff.
XII. ELIGIBILITY OF CITY PROMOTIONAL EXAMINATIONS
In an effort to re-employ laid off employees, the City will temporarily suspend (for a period of twenty-four (24) months from the effective date of layoff) the City’s promotional policy in order to allow employees on re-employment list the opportunity to compete in closed, promotional exams. All employees on a re-employment list will receive notice of any promotional opportunity within the City service. Further, during the temporary suspension of this rule, if only one qualified employee on the re-employment list submits an application for the promotional exam, such exam shall remain in-house. If the one promotional applicant fails the examination, the exam may then be posted as an open recruitment and outside applications invited.
The City shall electronically mail notices of all promotional examination opportunities to employees in a laid off status for a period of twenty-four (24) months or provide other electronic access to promotional job announcements/lists. This provision shall be satisfied by 12 the City emailing copies of the promotional examination announcement no less than twentyone (21) days prior to the closing date of the application for the promotional examination.
In the event that a laid off employee is appointed to City service through a promotional exam process, that employee shall be hired as a probationary employee and will receive credit for all prior service for purposes of determining seniority and benefits; and the employee shall be placed in the salary range at a step that is closest to the salary that he/she received prior to layoff. In the event that a promotional probationary employee does not satisfactorily complete his/her probation, that employee shall return to his/her previous laid off status defined in these policies.
XIII. APPEAL PROCEDURE
An employee directly affected by the operation of this policy may, within ten (10) working days after notice of layoff is received, request a meeting with his/her department head to review the application of this policy as it affects the employee’s status. The employee may be accompanied by the representative of his/her choice.
If the employee is not satisfied with the review provided by his/her department head, a further review of the application of the layoff policy may be requested by the employee with the Human Resources Director. Such review must be requested with the Human Resources Office within ten (10) working days of the meeting with the department head. The determination of the Human Resources Director may be appealed to the City Manager. Such appeal must be filed with the City Manager within three (3) working days of the Human Resources Director’s determination.
Appeals shall be limited to the following:
1. Determination of seniority;
2. Interpretations of the employee’s right to return to a specific position in the City;
3. The employee’s current classification; and
4. Other decisions directly affecting an employee’s layoff status under this policy.
XIV. DEFINITIONS
Position – A group of duties and responsibilities assigned to one employee, as defined in the official job description maintained by Human Resources.
Classification – A group of positions with the same job title having similar duties, responsibilities, and qualifications.
Class – This term is used interchangeably with Classification.
Re-Employment List – A list for a specific position or classification containing the names of laid off employees who have reinstatement rights to that classification or position. This list shall be maintained and updated by Human Resources and an updated copy shall be given to the AMPS President within five (5) workdays of any changes. 13 Laid-Off Employee List – One master list containing the names of all employees who are in a layoff status. This list shall be maintained and updated by Human Resources and an updated copy shall be given to the AMPS President within five (5) workdays of any changes.
Regular Employee – An employee, either full-time or part-time, who occupies an authorized budgeted position.
XV. SIDE LETTER ON FURLOUGHS
The City has the right to reopen on the issue of a mandatory work furlough program during the term of this MOU. In the event that the City exercises the right to reopen on furloughs, the City would provide notice and an opportunity to negotiate prior to moving forward with a mandatory work furlough program.
Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
15 15.1121 Airport Manager 48.5062 8,408
15 15.1717 Asst Community Development Dir 61.2891 10,623 15 15.5021 Associate Engineer 44.4225 7,700
15 15.3021 Associate Planner 38.7399 6,715
15 15.3107 Chief Building Official 55.0612 9,544
15 15.5003 City Engineer 61.2891 10,623
15 15.3104 Code Enforcement Manager 45.0733 7,813
15 15.3031 Community Dev Analyst 37.4457 6,491
15 15.6007 Community Education Manager 37.8124 6,554
15 15.1146 Community Safety Admin 41.4948 7,192
15 15.6101 Community Services Manager 39.3214 6,816
15 15.2108 Computer Systems Administrator 51.1781 8,871 15 15.5026 Construction Inspector Supv 39.1277 6,782
15 15.4028 Crime Analyst 40.0964 6,950
15 15.4017 Criminalist 49.0585 8,503
15 15.501 Deputy City Engineer 55.0612 9,544
15 15.6001 Deputy Librarian 41.4948 7,192
15 15.5421 Environ Resource Planner 44.6371 7,737
15 15.5382 Facilities Maintenance Manager 45.0733 7,813 15 15.5336 Fleet Maintenance Manager 45.0733 7,813
15 15.5016 GIS Administrator 44.6371 7,737
15 15.3027 Homeless Services Manager 48.0121 8,322
15 15.2101 Information Systems Mgr 52.4378 9,089
15 15.3017 Inspection Services Manager 51.6694 8,956
15 15.2111 Integration/Appl Admin 51.1781 8,871
15 15.5384 Maintenance Manager 45.0733 7,813
15 15.4030 Management Analyst 40.4842 7,017
15 15.2106 Network/Sys Administrator 51.1781 8,871
15 15.5423 NPDES Permit Manager 44.6371 7,737
15 15.5301 Park Operations Manager 45.0733 7,813
15 15.3105 Permit Center Coordinator 36.7120 6,363
15 15.3001 Planning Manager 51.6694 8,956
15 15.1171 Police Records Coord 36.7120 6,363
15 15.1111 Police Services Administrator 48.0121 8,322
15 15.1151 Pub Works Admin Supv 40.4843 7,017
15 15.6105 Recreation-Parks Superintendent 49.4476 8,571 15 15.2016 Senior Accountant 36.1859 6,272
15 15.2021 Senior Buyer 36.1859 6,272
15 15.5011 Senior Civil Engineer 51.4272 8,914
15 15.3111 Sr Code Enforcement Officer 39.1277 6,782
15 15.3013 Sr Community Development Analyst 40.4843 7,017 15 15.1137 Sr Economic Development Manager 54.8710 9,511 15 15.6011 Senior Librarian 37.6325 6,523
15 15.3103 Senior Plan Check Engineer 51.4272 8,914
15 15.3011 Senior Planner 44.6371 7,737
15 15.3077 Stormwater Compliance Inspector 36.1859 6,272 15 15.5451 Street Maintenance Mgr 45.0733 7,813
15 15.5446 Supt of Maintenance Serv 49.4476 8,571
15 15.6006 Technical Services Mgr 37.8124 6,554
15 15.5008 Traffic Engineer 51.4272 8,914
15 15.5416 Wastewater Manager 45.0733 7,813
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
50.9288 8,828 53.4760 9,269 56.1476 9,732 58.9578 10,219 61.9134
64.3571 11,155 67.5784 11,714 70.9591 12,300 74.5064 12,914 78.2269
46.6444 8,085 48.9768 8,489 51.4272 8,914 53.9951 9,359 56.6946
40.6781 7,051 42.7130 7,404 44.8516 7,774 47.0944 8,163 49.4476
57.8158 10,021 60.7090 10,523 63.7408 11,048 66.9314 11,601 70.2815
64.3571 11,155 67.5784 11,714 70.9591 12,300 74.5064 12,914 78.2269
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
39.3214 6,816 41.2871 7,156 43.3567 7,515 45.5232 7,891 47.8002
39.7090 6,883 41.6955 7,227 43.7789 7,588 45.9730 7,969 48.2711
43.5643 7,551 45.7515 7,930 48.0356 8,326 50.4374 8,742 52.9569
41.2871 7,156 43.3567 7,515 45.5232 7,891 47.8002 8,285 50.1883
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
41.0863 7,122 43.1421 7,478 45.3016 7,852 47.5649 8,245 49.9391
42.1040 7,298 44.2081 7,663 46.4231 8,047 48.7416 8,449 51.1781
51.5165 8,930 54.0861 9,375 56.7937 9,844 59.6392 10,337 62.6163
57.8158 10,021 60.7090 10,523 63.7408 11,048 66.9314 11,601 70.2815
43.5643 7,551 45.7515 7,930 48.0356 8,326 50.4374 8,742 52.9569
46.8729 8,125 49.2124 8,530 51.6694 8,956 54.2581 9,405 56.9644
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
46.8729 8,125 49.2124 8,530 51.6694 8,956 54.2581 9,405 56.9644
50.4092 8,738 52.9347 9,175 55.5750 9,633 58.3572 10,115 61.2811
55.0612 9,544 57.8158 10,021 60.7090 10,523 63.7408 11,048 66.9314
54.2581 9,405 56.9644 9,874 59.8162 10,368 62.8132 10,888 65.9486
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
42.5054 7,368 44.6371 7,737 46.8729 8,125 49.2124 8,530 51.6694
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
46.8729 8,125 49.2124 8,530 51.6694 8,956 54.2581 9,405 56.9644
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
38.5530 6,683 40.4843 7,017 42.5055 7,368 44.6371 7,737 46.8729
54.2581 9,405 56.9644 9,874 59.8162 10,368 62.8132 10,888 65.9486
38.5530 6,683 40.4843 7,017 42.5055 7,368 44.6371 7,737 46.8729
50.4092 8,738 52.9347 9,175 55.5750 9,633 58.3572 10,115 61.2811
42.5055 7,368 44.6371 7,737 46.8729 8,125 49.2124 8,530 51.6694
51.9186 8,999 54.5141 9,449 57.2412 9,922 60.1068 10,419 63.1108
37.9993 6,587 39.9028 6,916 41.8960 7,262 43.9935 7,626 46.1945
37.9993 6,587 39.9028 6,916 41.8960 7,262 43.9935 7,626 46.1945
53.9951 9,359 56.6946 9,827 59.5322 10,319 62.5085 10,835 65.6372
41.0863 7,122 43.1421 7,478 45.3016 7,852 47.5649 8,245 49.9391
42.5055 7,368 44.6371 7,737 46.8729 8,125 49.2124 8,530 51.6694
57.6094 9,986 60.4925 10,485 63.5145 11,009 66.6933 11,560 70.0289
39.5153 6,849 41.4948 7,192 43.5643 7,551 45.7515 7,930 48.0356
53.9951 9,359 56.6946 9,827 59.5322 10,319 62.5085 10,835 65.6372
46.8729 8,125 49.2124 8,530 51.6694 8,956 54.2581 9,405 56.9644
37.9993 6,587 39.9028 6,916 41.8960 7,262 43.9935 7,626 46.1945
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251
51.9186 8,999 54.5141 9,449 57.2412 9,922 60.1068 10,419 63.1108
39.7090 6,883 41.6955 7,227 43.7789 7,588 45.9730 7,969 48.2711
53.9951 9,359 56.6946 9,827 59.5322 10,319 62.5085 10,835 65.6372
47.3295 8,204 49.6967 8,614 52.1817 9,045 54.7842 9,496 57.5251 Step 6
Monthly
10,732
13,559
9,827
8,571
12,182
13,559
9,971
8,285
8,367
9,179
8,699
11,322
8,656
8,871
10,853
12,182
9,179
9,874
9,971
9,971
9,874
10,622
11,601
11,431
11,322
9,971
8,956
11,322
9,874
9,971
8,125
11,431
8,125
10,622
8,956
10,939
8,007
8,007
11,377
8,656
8,956
12,138
8,326
11,377
9,874
8,007
9,971
10,939
8,367
11,377
9,971
Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
15 15.1121 Airport Manager 49.7189 8,618
15 15.1717 Asst Community Development Dir 62.8213 10,889 15 15.5021 Associate Engineer 44.4225 7,700
15 15.3021 Associate Planner 38.7399 6,715
15 15.3107 Chief Building Official 56.4377 9,783
15 15.5003 City Engineer 62.8213 10,889
15 15.3104 Code Enforcement Manager 46.2001 8,008
15 15.3031 Community Dev Analyst 37.4457 6,491
15 15.6007 Community Education Manager 38.7577 6,718
15 15.1146 Community Safety Admin 42.5322 7,372
15 15.6101 Community Services Manager 40.3044 6,986
15 15.2108 Computer Systems Administrator 51.1781 8,871 15 15.5026 Construction Inspector Supv 40.1059 6,952
15 15.4028 Crime Analyst 40.0964 6,950
15 15.4017 Criminalist 50.2850 8,716
15 15.501 Deputy City Engineer 56.4377 9,783
15 15.6001 Deputy Librarian 42.5322 7,372
15 15.5421 Environ Resource Planner 44.6371 7,737
15 15.5382 Facilities Maintenance Manager 46.2001 8,008 15 15.5336 Fleet Maintenance Manager 46.2001 8,008
15 15.5016 GIS Administrator 45.7530 7,931
15 15.3027 Homeless Services Manager 49.2124 8,530
15 15.2101 Information Systems Mgr 53.7487 9,316
15 15.3017 Inspection Services Manager 52.9611 9,180
15 15.2111 Integration/Appl Admin 51.1781 8,871
15 15.5384 Maintenance Manager 46.2001 8,008
15 15.4030 Management Analyst 40.4842 7,017
15 15.2106 Network/Sys Administrator 51.1781 8,871
15 15.5423 NPDES Permit Manager 45.7530 7,931
15 15.5301 Park Operations Manager 46.2001 8,008
15 15.3105 Permit Center Coordinator 37.6298 6,522
15 15.3001 Planning Manager 52.9611 9,180
15 15.1171 Police Records Coord 37.6298 6,522
15 15.1111 Police Services Administrator 49.2124 8,530
15 15.1151 Pub Works Admin Supv 41.4964 7,193
15 15.6105 Recreation-Parks Superintendent 50.6838 8,785 15 15.2016 Senior Accountant 36.1859 6,272
15 15.2021 Senior Buyer 37.0905 6,429
15 15.5011 Senior Civil Engineer 52.7129 9,137
15 15.3111 Sr Code Enforcement Officer 40.1059 6,952
15 15.3013 Sr Community Development Analyst 41.4964 7,193 15 15.1137 Sr Economic Development Manager 54.8710 9,511 15 15.6011 Senior Librarian 38.5733 6,686
15 15.3103 Senior Plan Check Engineer 52.7129 9,137
15 15.3011 Senior Planner 45.7530 7,931
15 15.3077 Stormwater Compliance Inspector 36.1859 6,272 15 15.5451 Street Maintenance Mgr 46.2001 8,008
15 15.5446 Supt of Maintenance Serv 50.6838 8,785
15 15.6006 Technical Services Mgr 38.7577 6,718
15 15.5008 Traffic Engineer 52.7129 9,137
15 15.5416 Wastewater Manager 46.2001 8,008
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
52.2020 9,048 54.8129 9,501 57.5513 9,976 60.4317 10,475 63.4612
65.9660 11,434 69.2679 12,006 72.7331 12,607 76.3691 13,237 80.1826
46.6444 8,085 48.9768 8,489 51.4272 8,914 53.9951 9,359 56.6946
40.6781 7,051 42.7130 7,404 44.8516 7,774 47.0944 8,163 49.4476
59.2612 10,272 62.2267 10,786 65.3343 11,325 68.6047 11,891 72.0385
65.9660 11,434 69.2679 12,006 72.7331 12,607 76.3691 13,237 80.1826
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
39.3214 6,816 41.2871 7,156 43.3567 7,515 45.5232 7,891 47.8002
40.7017 7,055 42.7379 7,408 44.8734 7,778 47.1223 8,168 49.4779
44.6534 7,740 46.8953 8,129 49.2365 8,534 51.6983 8,961 54.2808
42.3193 7,335 44.4406 7,703 46.6613 8,088 48.9952 8,493 51.4430
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
42.1135 7,300 44.2207 7,665 46.4341 8,049 48.7540 8,451 51.1876
42.1040 7,298 44.2081 7,663 46.4231 8,047 48.7416 8,449 51.1781
52.8044 9,153 55.4383 9,609 58.2135 10,090 61.1302 10,596 64.1817
59.2612 10,272 62.2267 10,786 65.3343 11,325 68.6047 11,891 72.0385
44.6534 7,740 46.8953 8,129 49.2365 8,534 51.6983 8,961 54.2808
46.8729 8,125 49.2124 8,530 51.6694 8,956 54.2581 9,405 56.9644
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
48.0447 8,328 50.4427 8,743 52.9611 9,180 55.6146 9,640 58.3885
51.6694 8,956 54.2581 9,405 56.9644 9,874 59.8161 10,368 62.8131
56.4377 9,783 59.2612 10,272 62.2267 10,786 65.3343 11,325 68.6047
55.6146 9,640 58.3885 10,121 61.3116 10,627 64.3835 11,160 67.5973
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
42.5054 7,368 44.6371 7,737 46.8729 8,125 49.2124 8,530 51.6694
53.7390 9,315 56.4246 9,780 59.2418 10,269 62.2111 10,783 65.3189
48.0447 8,328 50.4427 8,743 52.9611 9,180 55.6146 9,640 58.3885
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
39.5168 6,850 41.4964 7,193 43.5681 7,552 45.7530 7,931 48.0447
55.6146 9,640 58.3885 10,121 61.3116 10,627 64.3835 11,160 67.5973
39.5168 6,850 41.4964 7,193 43.5681 7,552 45.7530 7,931 48.0447
51.6694 8,956 54.2581 9,405 56.9644 9,874 59.8161 10,368 62.8131
43.5681 7,552 45.7530 7,931 48.0447 8,328 50.4427 8,743 52.9611
53.2166 9,224 55.8770 9,685 58.6722 10,170 61.6095 10,679 64.6886
37.9993 6,587 39.9028 6,916 41.8960 7,262 43.9935 7,626 46.1945
38.9493 6,751 40.9004 7,089 42.9434 7,444 45.0933 7,816 47.3494
55.3450 9,593 58.1120 10,073 61.0205 10,577 64.0712 11,106 67.2781
42.1135 7,300 44.2207 7,665 46.4341 8,049 48.7540 8,451 51.1876
43.5681 7,552 45.7530 7,931 48.0447 8,328 50.4427 8,743 52.9611
57.6094 9,986 60.4925 10,485 63.5145 11,009 66.6933 11,560 70.0289
40.5032 7,021 42.5322 7,372 44.6534 7,740 46.8953 8,129 49.2365
55.3450 9,593 58.1120 10,073 61.0205 10,577 64.0712 11,106 67.2781
48.0447 8,328 50.4427 8,743 52.9611 9,180 55.6146 9,640 58.3885
37.9993 6,587 39.9028 6,916 41.8960 7,262 43.9935 7,626 46.1945
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632
53.2166 9,224 55.8770 9,685 58.6722 10,170 61.6095 10,679 64.6886
40.7017 7,055 42.7379 7,408 44.8734 7,778 47.1223 8,168 49.4779
55.3450 9,593 58.1120 10,073 61.0205 10,577 64.0712 11,106 67.2781
48.5127 8,409 50.9391 8,829 53.4862 9,271 56.1538 9,733 58.9632 Step 6
Monthly
11,000
13,898
9,827
8,571
12,487
13,898
10,220
8,285
8,576
9,409
8,917
11,322
8,873
8,871
11,125
12,487
9,409
9,874
10,220
10,220
10,121
10,888
11,891
11,717
11,322
10,220
8,956
11,322
10,121
10,220
8,328
11,717
8,328
10,888
9,180
11,213
8,007
8,207
11,662
8,873
9,180
12,138
8,534
11,662
10,121
8,007
10,220
11,213
8,576
11,662
10,220
Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
15 15.1121 Airport Manager 52.7020 9,135
15 15.1717 Asst Community Development Dir 66.5906 11,542 15 15.5021 Associate Engineer 47.0879 8,162
15 15.3021 Associate Planner 41.0643 7,118
15 15.3107 Chief Building Official 59.8240 10,369
15 15.5003 City Engineer 66.5906 11,542
15 15.3104 Code Enforcement Manager 48.9721 8,488
15 15.3031 Community Dev Analyst 39.6924 6,880
15 15.6007 Community Education Manager 41.0832 7,121
15 15.1146 Community Safety Admin 45.0841 7,815
15 15.6101 Community Services Manager 42.7227 7,405
15 15.2108 Computer Systems Administrator 54.2488 9,403 15 15.5026 Construction Inspector Supv 42.5123 7,369
15 15.4028 Crime Analyst 42.5022 7,367
15 15.4017 Criminalist 53.3021 9,239
15 15.501 Deputy City Engineer 59.8240 10,369
15 15.6001 Deputy Librarian 45.0841 7,815
15 15.5421 Environ Resource Planner 47.3153 8,201
15 15.5382 Facilities Maintenance Manager 48.9721 8,488 15 15.5336 Fleet Maintenance Manager 48.9721 8,488
15 15.5016 GIS Administrator 48.4982 8,406
15 15.3027 Homeless Services Manager 52.1651 9,042
15 15.2101 Information Systems Mgr 56.9736 9,875
15 15.3017 Inspection Services Manager 56.1388 9,731
15 15.2111 Integration/Appl Admin 54.2488 9,403
15 15.5384 Maintenance Manager 48.9721 8,488
15 15.4030 Management Analyst 42.9133 7,438
15 15.2106 Network/Sys Administrator 54.2488 9,403
15 15.5423 NPDES Permit Manager 48.4982 8,406
15 15.5301 Park Operations Manager 48.9721 8,488
15 15.3105 Permit Center Coordinator 39.8876 6,914
15 15.3001 Planning Manager 56.1388 9,731
15 15.1171 Police Records Coord 39.8876 6,914
15 15.1111 Police Services Administrator 52.1651 9,042
15 15.1151 Pub Works Admin Supv 43.9862 7,624
15 15.6105 Recreation-Parks Superintendent 53.7248 9,312 15 15.2016 Senior Accountant 38.3571 6,649
15 15.2021 Senior Buyer 39.3159 6,815
15 15.5011 Senior Civil Engineer 55.8757 9,685
15 15.3111 Sr Code Enforcement Officer 42.5123 7,369
15 15.3013 Sr Community Development Analyst 43.9862 7,624 15 15.1137 Sr Economic Development Manager 58.1633 10,082 15 15.6011 Senior Librarian 40.8877 7,087
15 15.3103 Senior Plan Check Engineer 55.8757 9,685
15 15.3011 Senior Planner 48.4982 8,406
15 15.3077 Stormwater Compliance Inspector 38.3571 6,649 15 15.5451 Street Maintenance Mgr 48.9721 8,488
15 15.5446 Supt of Maintenance Serv 53.7248 9,312
15 15.6006 Technical Services Mgr 41.0832 7,121
15 15.5008 Traffic Engineer 55.8757 9,685
15 15.5416 Wastewater Manager 48.9721 8,488
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
55.3341 9,591 58.1017 10,071 61.0044 10,574 64.0576 11,103 67.2689
69.9240 12,120 73.4240 12,727 77.0971 13,363 80.9512 14,032 84.9936
49.4431 8,570 51.9154 8,999 54.5128 9,449 57.2348 9,921 60.0963
43.1188 7,474 45.2758 7,848 47.5427 8,241 49.9201 8,653 52.4145
62.8169 10,888 65.9603 11,433 69.2544 12,004 72.7210 12,605 76.3608
69.9240 12,120 73.4240 12,727 77.0971 13,363 80.9512 14,032 84.9936
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
41.6807 7,225 43.7643 7,586 45.9581 7,966 48.2546 8,364 50.6682
43.1438 7,478 45.3022 7,852 47.5658 8,245 49.9496 8,658 52.4466
47.3326 8,204 49.7090 8,616 52.1907 9,046 54.8002 9,499 57.5376
44.8585 7,775 47.1070 8,165 49.4610 8,573 51.9349 9,002 54.5296
56.9633 9,874 59.8101 10,367 62.7963 10,885 65.9438 11,430 69.2380
44.6403 7,738 46.8739 8,125 49.2201 8,531 51.6792 8,958 54.2589
44.6302 7,736 46.8606 8,123 49.2085 8,529 51.6661 8,955 54.2488
55.9727 9,702 58.7646 10,186 61.7063 10,696 64.7980 11,232 68.0326
62.8169 10,888 65.9603 11,433 69.2544 12,004 72.7210 12,605 76.3608
47.3326 8,204 49.7090 8,616 52.1907 9,046 54.8002 9,499 57.5376
49.6853 8,612 52.1651 9,042 54.7696 9,493 57.5136 9,969 60.3823
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
50.9274 8,827 53.4693 9,268 56.1388 9,731 58.9515 10,218 61.8918
54.7696 9,493 57.5136 9,969 60.3823 10,466 63.4051 10,990 66.5819
59.8240 10,369 62.8169 10,888 65.9603 11,433 69.2544 12,004 72.7210
58.9515 10,218 61.8918 10,728 64.9903 11,265 68.2465 11,829 71.6531
56.9633 9,874 59.8101 10,367 62.7963 10,885 65.9438 11,430 69.2380
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
45.0557 7,810 47.3153 8,201 49.6853 8,612 52.1651 9,042 54.7696
56.9633 9,874 59.8101 10,367 62.7963 10,885 65.9438 11,430 69.2380
50.9274 8,827 53.4693 9,268 56.1388 9,731 58.9515 10,218 61.8918
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
41.8878 7,261 43.9862 7,624 46.1822 8,005 48.4982 8,406 50.9274
58.9515 10,218 61.8918 10,728 64.9903 11,265 68.2465 11,829 71.6531
41.8878 7,261 43.9862 7,624 46.1822 8,005 48.4982 8,406 50.9274
54.7696 9,493 57.5136 9,969 60.3823 10,466 63.4051 10,990 66.5819
46.1822 8,005 48.4982 8,406 50.9274 8,827 53.4693 9,268 56.1388
56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 68.5699
40.2793 6,982 42.2970 7,331 44.4098 7,698 46.6331 8,083 48.9662
41.2863 7,156 43.3544 7,515 45.5200 7,890 47.7989 8,285 50.1904
58.6657 10,169 61.5987 10,677 64.6817 11,211 67.9155 11,772 71.3148
44.6403 7,738 46.8739 8,125 49.2201 8,531 51.6792 8,958 54.2589
46.1822 8,005 48.4982 8,406 50.9274 8,827 53.4693 9,268 56.1388
61.0660 10,585 64.1221 11,114 67.3254 11,670 70.6949 12,254 74.2306
42.9334 7,442 45.0841 7,815 47.3326 8,204 49.7090 8,616 52.1907
58.6657 10,169 61.5987 10,677 64.6817 11,211 67.9155 11,772 71.3148
50.9274 8,827 53.4693 9,268 56.1388 9,731 58.9515 10,218 61.8918
40.2793 6,982 42.2970 7,331 44.4098 7,698 46.6331 8,083 48.9662
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010
56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 68.5699
43.1438 7,478 45.3022 7,852 47.5658 8,245 49.9496 8,658 52.4466
58.6657 10,169 61.5987 10,677 64.6817 11,211 67.9155 11,772 71.3148
51.4235 8,913 53.9954 9,359 56.6954 9,827 59.5230 10,317 62.5010 Step 6
Monthly
11,660
14,732
10,417
9,085
13,236
14,732
10,834
8,782
9,091
9,973
9,452
12,001
9,405
9,403
11,792
13,236
9,973
10,466
10,834
10,834
10,728
11,541
12,605
12,420
12,001
10,834
9,493
12,001
10,728
10,834
8,827
12,420
8,827
11,541
9,731
11,885
8,487
8,700
12,361
9,405
9,731
12,867
9,046
12,361
10,728
8,487
10,834
11,885
9,091
12,361
10,834
City of Salinas
Legislation Text
200 Lincoln Ave., Salinas,
CA 93901
www.cityofsalinas.org
File #: ID#23-685, Version: 1
Modification to the Classification - Salary Schedule, Reclassification, and Workforce Allocation Adjustment
Approve a Resolution modifying the Classification - Salary Schedule to 1) add the classifications of Assistant to the City Manager, Chief Assistant City Attorney, Payroll Technician, Senior Finance Management Analyst, Fire Division Chief, and Retired-Annuitant Deputy Librarian; 2) add Administrative Fire Captain classification to the Salinas Firefighters (IAFF Local 1270) unit and remove from the Fire Supervisors Association (FSA) unit; 3) approve an internal salary adjustment to the Deputy Librarian; 4) approve the recommended reclassifications in the Finance Department, Fire Department, and Public Works Department; 5) add the Assistant to the City Manager position to the approved workforce for the Administration Department; and 6) approve six over hire Firefighter positions and one over hire Police Commander position.
City of Salinas Page 1 of 1 Printed on 11/3/2023
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Page | 1
CITY OF SALINAS
COUNCIL STAFF REPORT
DATE: November 7, 2023
DEPARTMENT: HUMAN RESOURCES
FROM: Marina Horta-Gallegos, Human Resources Director
TITLE: MODIFICATION TO THE CLASSIFICATION – SALARY
SCHEDULE, RECLASSIFICATION, AND WORKFORCE
ALLOCATION ADJUSTMENT
RECOMMENDED MOTION:
It is recommended that the City Council approve a Resolution modifying the Classification – Salary Schedule to 1) add the classifications of Assistant to the City Manager, Chief Assistant City Attorney, Payroll Technician, Senior Finance Management Analyst, Fire Division Chief, and Retired-Annuitant Deputy Librarian; 2) add Administrative Fire Captain classification to the Salinas Firefighters (IAFF Local 1270) unit and remove from the Fire Supervisors Association (FSA) unit; 3) approve an internal salary adjustment to the Deputy Librarian; 4) approve the recommended reclassifications in the Finance Department, Fire Department, and Public Works Department; 5) add the Assistant to the City Manager position to the approved workforce for the Administration Department; and 6) approve six over hire Firefighter positions and one over hire Police Commander position.
EXECUTIVE SUMMARY:
Staff recommends that the City Council approve the attached Resolution modifying the Classification – Salary Schedule, approving FY 23-24 workforce allocation adjustment, and approve the recommended reclassifications in the Finance, Fire Department, and Public Works Departments pursuant to Section 3.9(D) of the Personnel Manual, which provides, “Reclassification is generally necessitated through organization modification. Generally, reclassification will result from: 1. Significantly changed duties and responsibilities, necessitating a modification of the pay range and title of the position. 2. Reorganization of a department, or division of a department….”
BACKGROUND:
Administration
Staff recommend adding an at-will Assistant to the City Manager position to the FY 23-24 workforce and to the Classification – Salary Schedule, in the Confidential Management unit. This position will provide complex staff support and assistance to the City Manager, Assistant City Manager, Mayor, and City Council in the overall administrative activities, projects, and operations of the City Manager’s Office.
Page | 2
The salary range for this classification is:
City Attorney Department
The City Attorney requests to add the classification of Chief Assistant City Attorney to the Classification – Salary Schedule, in the Confidential Management unit. The classification represents the most senior staff attorney position below the City Attorney and is characterized by the combination of management duties and responsibilities, supervisory duties, and practice of law in all areas of municipal law.
The salary range for this classification is:
Finance
The City Council previously approved reclassifying the vacant Deferred Compensation Technician to a Payroll Technician. Staff request to add the Payroll Technician classification to the Classification – Salary Schedule, in the Confidential Non-Management unit.
Staff requests the addition of a Senior Finance Management Analyst classification to the Classification – Salary Schedule, in the Confidential Management unit and reclassification of the incumbent Finance Management Analyst providing lead support to the Finance Director and Assistant Finance Director in coordination, implementation, and administration of the City’s budget process. Currently, the position is under the Accounting Program; this Council action would allow the incumbent to manage a Budget Program while reporting to the Assistant Finance Director.
The salary range for this classification is:
Fire Department
The Administrative Fire Captain classification has been in the Fire Supervisors Association (FSA) unitsince approximately 2015. The classification was intended to provide administrative oversight of department activities that could be assigned to any of the Fire Department Divisions:
Administration, Training, Suppression/Rescue, Emergency Medical Services (EMS), or Fire Prevention or Hazardous Materials. The position had never been added to the approved workforce.
In previous fiscal years, the Fire Department has upgraded a Fire Captain from the 56-hour work week to work on administrative duties and be assigned into a 40-hour work schedule with a stipend Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
Step 6
Monthly
16 Assistant to the City Manager 51.4272 8,914 53.9951 9,359 56.6946 9,827 59.5322 10,319 62.5085 10,835 65.6372 11,377 Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
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Step 6
Hourly
Step 6
Monthly
16 16.1100 Chief Assistant City Attorney 72.7700 12,613 76.4127 13,245 80.2373 13,908 84.2515 14,604 88.4633 15,334 92.8808 16,099 Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
Step 6
Monthly
27 27.2031 Payroll Technician 29.9990 5,200 31.5005 5,460 33.0737 5,733 34.7258 6,019 36.4642 6,320 38.2890 6,637 Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
Step 3
Monthly
Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
Step 6
Monthly
17 Sr. Finance Management Analyst45.2140 7,837 47.4841 8,231 49.8545 8,641 52.3475 9,074 54.9622 9,527 57.7136 10,004 Page | 3
for the additional duties of ten percent (10%). A regular 40-hour position would eliminate the need to assign suppression staff into an administrative assignment.
One Administrative Fire Captain position was approved and added to the Fire Department’s FY 2023-2024 workforce. Upon review of the Fire Department’s proposed reorganizational changes, it has been discussed between the IAFF, FSA, and Human Resources that the classification of Administrative Fire Captain should be reassigned to the IAFF unit.
Staff recommend adding the classification of Fire Division Chief to the Classification – Salary Schedule, in the FSA unit, and reclassifying the vacant Emergency Medical Services (EMS) Officer position, Fire Prevention, and Training Battalion Chiefs to the classification of Fire Division Chief. The proposed action results in three Chief Officers overseeing EMS, Training, and Prevention in Fire Administration and moves the department forward for succession planning and preparation for a seventh station.
The salary ranges for the Administrative Fire Captain and Fire Division Chief are noted below:
Additionally, staff request authorization to over hire six Firefighters. In April 2023, the City Council approved an over hire of five Firefighter positions as a pilot with anticipation that the overstaffing would help reduce overtime and allow for daily minimum staffing sufficient to staff apparatus without overtime. The Firefighters were hired in July 2023. Through attrition, only three over hire positions remain. Staff anticipate that the remaining three positions will also be absorbed through attrition before the end of this fiscal year. With the recruitment process underway for nine grant funded Firefighters, staff request authorization to over hire six additional Firefighters for a total of 15 positions. Staff anticipate the over hires to be absorbed in the approved workforce through attrition.
Library & Community Services
Staff request an internal salary adjustment for the classification of Deputy Librarian. This classification has historically been difficult to fill. The salary survey of 2016 and 2023 reflect that this classification is significantly below market, currently 43% below base salary and 20% in total compensation. Internally, the position is at least 16% below similarly positioned managers. Staff recommend a 16% adjustment to bring the position on par with internal positions that have similar training, education requirement, and span of control. The Deputy Librarian classification requires a master’s degree, may serve as the Director in the absence of the Director, and has a span of control of over forty full-time employees in the Library Services Division. Staff anticipate that this Council action will assist with recruitment and retention of this position.
Additionally, staff recommend adding the classification of Retired Annuitant – Deputy Librarian to the Classification-Salary Schedule, Temporary listing, to recruit for temporary staff assistance to support the Library Services Division while the City recruits for the regular position.
Benefit
Group Grade Position
Step 1
Hourly
Step 1
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Step 2
Hourly
Step 2
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Step 3
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Step 3
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Step 4
Hourly
Step 4
Monthly
Step 5
Hourly
Step 5
Monthly
Step 6
Hourly
Step 6
Monthly
19 19.4533 Administrative Fire Captain 53.4843 9,271 56.1549 9,734 58.9624 10,220 61.9135 10,732 65.0088 11,268 68.2627 11,832 18 18.4504 Fire Division Chief 71.8029 12,446 75.3930 13,068 79.1627 13,722 83.1208 14,408 87.2769 15,128 91.6407 15,884 Page | 4
The salary ranges for the Deputy Librarian and Retired-Annuitant Deputy Librarian are noted below:
Police
The Police Department requests authorization to over hire one Police Commander to support administrative functions of the department during the absence of one incumbent. The absence is currently filled by one Sergeant which not only removes the Sergeant from their regular assignment but incurs an additional ten percent premium for working out of class. The Department recently established an eligibility list for Police Commander and expects the over hire will be absorbed through attrition.
Public Works
Staff recommend the reclassification of the Facilities Crew Supervisor to Facilities Maintenance Manager. The incumbent employee assumed the duties of the Manager in November 2022 and since then has assumed responsibility for expanded facility oversight and management of the division budget, with writing scope of work and contracts. The incumbent has overseen recruitment and staff training for the Facilities Division and coordinated directly with the Public Works Engineering division over the last year on large scale projects such as the City Hall roof, abatement, and build-back project, in addition other projects involving City buildings and facilities.
CEQA CONSIDERATION:
Not a Project. The City of Salinas has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).
STRATEGIC PLAN INITIATIVE:
The proposed action meets the Effective and Culturally Responsive Government Council goal.
DEPARTMENTAL COORDINATION:
The above recommendations are a collaborative and coordinated effort between Human Resources and the respective departments.
FISCAL AND SUSTAINABILITY IMPACT:
Administration: Approximate cost is $88,000 for the balance of FY 23-24.
Finance: Approximate cost is $4,000; however, no fiscal impact in FY 23-24 is anticipated due to vacancies.
Benefit
Group Grade Position
Step 1
Hourly
Step 1
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Step 2
Hourly
Step 2
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Step 3
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15 15.6001 Deputy Librarian 53.7248 9,312 56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 68.5699 11,885 29 Retired-Annuitant Deputy Librarian53.7248 9,312 56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 Page | 5
Fire Department: Approximate cost of the reclassifications to Fire Division Chief is $31,000 for this fiscal year; however, this will be offset by salary savings from the vacant Administrative Fire Captain at approximately $88,700. Additionally, the reassignment of the Administrative Fire Captain from the FSA to the IAFF is anticipated to generate salary savings of up to approximately $1,000 per month. The anticipated cost of the six over hire Firefighter Recruits is $295,000 for the balance of this fiscal year. It is anticipated that this cost will be offset by overtime savings.
Preliminary numbers indicate the Fire Department has already achieved saving in the first quarter of FY 23-24.
Library & Community Services Department: Approximate cost is $10,000; however, no fiscal impact in FY 23-24 is anticipated due to vacancies.
Police Department: Approximate cost is $175,000; however, no fiscal impact in FY 23-24 is anticipated due to vacancies.
Public Works Department: Approximate cost is $11,100; however, no fiscal impact in FY 23-24 is anticipated due to vacancies in the Facilities Maintenance Division.
ATTACHMENTS:
Resolution
Classification – Salary Schedule (Exhibit A)
Page | 6
RESOLUTION NO. _________ (N.C.S.)
RESOLUTION APPROVING MODIFICATION TO THE
CLASSIFICATION - SALARY SCHEDULE, RECLASSIFICATION, AND WORKFORCE
ALLOCATION ADJUSTMENT
BE IT RESOLVED BY THE CITY COUNCIL OF SALINAS that the ClassificationSalary Schedule previously adopted by the City Council by Resolution is hereby amended to include the classifications of Assistant to the City Manager, Chief Assistant City Attorney, Payroll Technician, Senior Finance Management Analyst, Fire Division Chief, Retired-Annuitant Deputy Librarian, and the Administrative Fire Captain in the Salinas Firefighters (IAFF Local 1270) unit; the Deputy Librarian salary range is adjusted as recommended; the reclassifications in the Finance Department, Fire Department, and Public Works Department are approved. The workforce of the Administration Department shall reflect one Assistant to the City Manager. Six over hire Firefighters in the Fire Department and one Police Commander in the Police Department are approved.
PASSED AND ADOPTED this 7th day of November 2023, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
____________________________________
Kimbley Craig, Mayor
ATTEST:
______________________________
Patricia Barajas, City Clerk
Page | 7
EXHIBIT A
CLASSIFICATION - SALARY SCHEDULE
Benefit
Group Grade Position
Step 1
Hourly
Step 1
Monthly
Step 2
Hourly
Step 2
Monthly
Step 3
Hourly
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16 Assistant to the City Manager 51.4272 8,914 53.9951 9,359 56.6946 9,827 59.5322 10,319 62.5085 10,835 65.6372 11,377 16 16.1100 Chief Assistant City Attorney 72.7700 12,613 76.4127 13,245 80.2373 13,908 84.2515 14,604 88.4633 15,334 92.8808 16,099 Benefit
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27 27.2031 Payroll Technician 29.9990 5,200 31.5005 5,460 33.0737 5,733 34.7258 6,019 36.4642 6,320 38.2890 6,637 Benefit
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17 Sr. Finance Management Analyst 45.2140 7,837 47.4841 8,231 49.8545 8,641 52.3475 9,074 54.9622 9,527 57.7136 10,004 Benefit
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15 15.6001 Deputy Librarian 53.7248 9,312 56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 68.5699 11,885 29 Retired-Annuitant Deputy Librarian 53.7248 9,312 56.4096 9,778 59.2296 10,266 62.1925 10,780 65.3061 11,320 Benefit
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19 19.4533 Administrative Fire Captain 53.4843 9,271 56.1549 9,734 58.9624 10,220 61.9135 10,732 65.0088 11,268 68.2627 11,832 18 18.4504 Fire Division Chief 71.8029 12,446 75.3930 13,068 79.1627 13,722 83.1208 14,408 87.2769 15,128 91.6407 15,884